Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

scholarly journals Work Engagement among Prison Officers. The Role of Individual and Organizational Factors in the Polish and Indonesian Penitentiary Systems

2020 ◽  
Vol 17 (21) ◽  
pp. 8206
Author(s):  
Andrzej Piotrowski ◽  
Ewa Sygit-Kowalkowska ◽  
Imaduddin Hamzah
Keyword(s):  
Coping Strategies ◽  
Work Environment ◽  
Work Engagement ◽  
Organizational Factors ◽  
Well Being ◽  
Active Coping ◽  
Subjective Well Being ◽  
Utrecht Work Engagement Scale ◽  
The Relationship

The literature on work engagement among prison officers (POs) remains rather scarce, and there are no analyses on the factors determining this phenomenon. The current study aimed to examine the relationships between work engagement, subjective well-being, coping strategies, and organizational factors utilizing the Utrecht Work Engagement Scale (UWES-9), the Coping Orientation to Problems Experienced (COPE), and Cantril’s Ladder of Health Scale (CLHS), and involving 312 POs from Poland and 467 POs from Indonesia. Results showed a statistically significant relationship between active coping and work engagement in both groups. Subjective well-being was moderately related to work engagement among Polish POs. Mean work engagement and subjective well-being scores were higher among Indonesian POs. The analyses showed a significant indirect effect of subjective well-being for the relationship between penitentiary unit type, active coping, as well as avoidant behaviors and work engagement in the Polish group. Closed prison officers more often declared higher subjective well-being. Work engagement is a complex psychological phenomenon. There exists a justified need for the analyses to consider personal determinants (e.g., coping strategies) as well as organizational factors related to the POs’ work environment. The literature presents a broad picture of the benefits of studying this phenomenon.

scholarly journals The effects of job crafting on subjective well-being amongst South African high school teachers

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Sergio Peral ◽  
Madelyn Geldenhuys
Keyword(s):  
High School ◽  
South African ◽  
High School Teachers ◽  
Work Engagement ◽  
Well Being ◽  
Job Crafting ◽  
Subjective Well Being ◽  
School Teachers ◽  
Psychological Meaningfulness ◽  
The Relationship

Orientation: Job crafting can result in a number of positive outcomes for teachers, such as increased meaningfulness and engagement at work. Increased work engagement and psychological meaningfulness may yield positive benefits for the practice of teaching, thus highlighting the pivotal role of job crafting.Research purpose: The study’s aim was to investigate the relationship between job crafting and subjective well-being amongst South African high school teachers. Subjective well-being comprises psychological meaningfulness and work engagement. The potential mediating effect that psychological meaningfulness had on this relationship was further explored.Motivation for the study: Being in a highly stressful occupation, teachers need to continuously find ways to craft their working practices in order to deal effectively with their job demands and to capitalise on their available job resources. Furthermore, South Africa’s current education system calls for serious proactive measures to be taken to improve and rectify the current status, such as job crafting.Research approach, design and method: A quantitative, cross-sectional survey design was used and administered to a sample of South African high school teachers situated in Gauteng, South Africa (N = 251).Main findings: A positive relationship was found between job crafting (increasing structural resources and challenging job demands) and work engagement. Furthermore, psychological meaningfulness mediated the relationship between job crafting and work engagement amongst the sampled high school teachers.Practical/managerial implications: Teachers who craft their work to better suit their preferences and needs will obtain greater meaning in their work and experience increased levels of work engagement. Training programmes and/or group-based interventions targeted around job crafting techniques may be particularly useful in the South African teaching context.Contribution/value-add: This study highlights the importance of job crafting to the well-being of teachers. It further contributes to the literature pertaining to job crafting and teaching specifically, as well as to the limited job crafting research that has been conducted in the South African context.

Linkages between empowering leadership and subjective well-being and work performance via perceived organizational and co-worker support

2018 ◽  
Vol 39 (7) ◽  
pp. 844-858 ◽  
Author(s):  
Daeho Kim ◽  
Chul Woo Moon ◽  
Jiseon Shin
Keyword(s):  
Social Support ◽  
Work Performance ◽  
Perceived Social Support ◽  
Well Being ◽  
Archival Data ◽  
Subjective Well Being ◽  
Empowering Leadership ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this paper is to examine the effects of empowering leadership at the team level on employees’ subjective well-being (SWB) and work performance through perceived social support. Based on social exchange theory (Blau, 1964), the study identifies the mediating effects of perceived social support in the relationship between empowering leadership and both employees’ well-being and work performance. Design/methodology/approach The study utilized a survey of 1,225 employees working for an organization in South Korea and archival data of the organization. It employed hierarchical linear modeling analyses and the CWC(M) procedure for the tests of multilevel mediation. Findings It was observed that perceived organizational support (POS) and co-worker support (PCS) mediated the relationship between empowering leadership and SWB, but not the relationship between empowering leadership and performance. There was a significant direct effect of empowering leadership on both POS and PCS, which subsequently led to improved work performance. Originality/value Taking a multilevel approach to leadership and relying on both self-reported and organizational archival data, this study contributes to the literature on leadership and well-being by examining the relationships between empowering leadership toward a team and team members’ well-being and performance, and by revealing the crucial mechanisms that underlie them. The study helps to elucidate the impact of empowering leadership on employee SWB, which has largely been neglected in prior management research.

Perceived organizational support and well-being: a weekly study

2016 ◽  
Vol 31 (7) ◽  
pp. 1214-1230 ◽  
Author(s):  
Gaëtane Caesens ◽  
Florence Stinglhamber ◽  
Marc Ohana
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Subjective Well Being ◽  
Content Type ◽  
Psychological Strains ◽  
Weekly Work

Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study that weekly POS is predictive of employees’ weekly subjective well-being at work (i.e. increased positive affect toward the organization, and decreased negative affect toward the organization and psychological strains at work). In addition, the purpose of this paper is to examine the mediating role played by weekly work engagement in these relationships. Design/methodology/approach In total, 20 employees completed a first general questionnaire and then completed an online questionnaire during 12 consecutive weeks. Findings Results of hierarchical linear models indicated that weekly POS positively predicts weekly employees’ work engagement which, in turn, positively predicts weekly employees’ well-being (i.e. increasing positive affect toward the organization and decreasing negative affect toward the organization and psychological strains at work). Research limitations/implications Overall, these findings contribute to the POS and work engagement literatures. It shows that POS fluctuates within person over the course of several weeks and is a predictor of weekly employees’ well-being through its effects on weekly work engagement. Originality/value To the authors’ knowledge, this is the first study to examine within-person weekly variations in POS as a predictor of employees’ weekly work engagement and its subsequent consequences.

Work engagement as a mediator between subjective well-being and work-and-health outcomes

2019 ◽  
Vol 43 (6) ◽  
pp. 735-752 ◽  
Author(s):  
Neha Garg ◽  
Pankaj Singh
Keyword(s):  
Health Outcomes ◽  
Work Engagement ◽  
Latent Variable ◽  
Work Performance ◽  
Well Being ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Content Type ◽  
Withdrawal Behavior ◽  
Work And Health

Purpose The purpose of this paper is to examine the role of work engagement as a mediator in the relationship of subjective well-being with work performance, work withdrawal behavior, physical and mental health. Design/methodology/approach A survey design was used to collect the data from 369 Indian software developers. Latent variable structural equation modeling was used to test the hypothesized relationships. Findings Subjective well-being was found to have a significant positive association with work engagement and this, in turn, had significantly enhanced employee’s work performance and reduced work withdrawal behavior, mental and physical ill-health. In addition, work engagement was found to fully mediate the association of subjective well-being with work performance and mental ill-health, while it partially mediated the association of subjective well-being with work withdrawal behaviors and physical ill-health. Practical implications This paper contributes to the development of self-sustaining approach toward increasing work engagement and provides a way to deal with work-and-health outcomes. Originality/value This study is one of the early attempts to examine direct and indirect associations of subjective well-being with work-and-health outcomes in an Indian setting.

Workplace happiness: work engagement, career satisfaction, and subjective well-being

2017 ◽  
Vol 5 (2) ◽  
pp. 206-221 ◽  
Author(s):  
Baek-Kyoo Joo ◽  
Insuk Lee
Keyword(s):  
Work Engagement ◽  
Career Satisfaction ◽  
Well Being ◽  
Equation Modeling ◽  
Survey Method ◽  
Subjective Well Being ◽  
Content Type ◽  
Confirmatory Factor ◽  
Workplace Happiness ◽  
The Relationship

Purpose Employee happiness or well-being is an emerging topic in management as well as in psychology. The purpose of this paper is to investigate the effects of perceived organizational support (POS) and psychological capital (PsyCap) on happiness in employees’ work (i.e. work engagement), careers (i.e. career satisfaction), and lives (i.e. subjective well-being (SWB)). Design/methodology/approach Data were collected from 550 employees in a conglomerate in South Korea. For statistical analysis, we conducted confirmatory factor analysis, reliability and correlation analysis, and structural equation modeling analyses. Findings Employees were highly engaged in their work, satisfied with their careers, and felt a greater sense of well-being in their lives when they had higher POS and PsyCap. Work engagement fully mediated the relationship between PsyCap and career satisfaction. POS had an indirect effect on SWB through career satisfaction. With regards to the relationships among the three outcome variables, career satisfaction turned out to fully mediate the relationship between work engagement and SWB. In addition, the direct effect of PsyCap on SWB was also found to be significant. Research limitations/implications This study focused on knowledge workers in South Korean for-profit firms. The participants were mostly male, junior or middle managers. Using a cross-sectional survey method, this empirical study leaves room for speculation about the causality among the variables. As the results of exploratory and confirmatory factor analyses indicate, however, common method variance was found to not be of great concern. Practical implications The mission of human resources (HR) and organization development (OD) professionals in organizations is to improve individual and organizational performance and to enhance employees’ well-being. HR/OD professionals can enhance employees’ happiness not only in their work and careers but also in their lives by improving POS (e.g. growth opportunity, performance management, and compensation system) and developing PsyCap (e.g. staffing, training, and development, etc.). Originality/value This study linked the emerging constructs in positive psychology in general, in HR/OB in particular. To date, no study has empirically investigated the effects of PsyCap and POS on the three workplace happiness constructs: work engagement, career satisfaction, and SWB. This is the first study that found the relationship between POS and PsyCap. Last, while South Koreans are more collectivistic and less satisfied with their lives than the Organisation for Economic Co-operation and Development average, the respondents in this study, working for highly reputable firms, perceived high level of happiness in their work and career, and eventually in their lives. Thus, organizational features had a stronger effect on workplace happiness than national culture.

scholarly journals THE EFFECTS OF PSYCHOLOGICAL CAPITAL AND PERCEIVED ORGANIZATIONAL SUPPORT ON SUBJECTIVE WELL BEING THROUGH WORK ENGAGEMENT AND CAREER SATISFACTION AS MEDIATORS

2020 ◽  
Vol 10 (2) ◽  
pp. 5-17 ◽  
Author(s):  
Siti Munfaqiroh ◽  
◽  
Hanif Mauludin ◽  
Antonius Prima Nugraha ◽  
◽  
...  
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Career Satisfaction ◽  
Psychological Capital ◽  
Practical Implication ◽  
Organizational Capacity ◽  
Well Being ◽  
Partial Least Square ◽  
Least Square ◽  
Subjective Well Being

This study examines the relationship between Organizational Support Perceived and Psychological Capital on Subjective Welfare from employees of government organizations in Indonesia. 118 staff of the Directorate General of Taxes who participated in filling out the questionnaire. Data were analyzed using the Partial Least Square technique. The results showed that organizational support and work involvement were not proven to mediate the effect of organizational support on subjective well-being. Work engagement and career satisfaction are proven to mediate the influence of psychological capital. The practical implication proposed is the development of organizational capacity through psychological capital as the most dominant variable

Does self-improvement explain well-being in life and at workplace? Analysis based on selected measures of well-being

2014 ◽  
Vol 45 (2) ◽  
pp. 134-141 ◽  
Author(s):  
Anna Maria Zawadzka ◽  
Anna Szabowska-Walaszczyk
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Human Life ◽  
Well Being ◽  
Subjective Well Being ◽  
Life Domains ◽  
The Relationship ◽  
Overall Life Satisfaction

Abstract Two studies were performed to test the relationship between readiness for self-improvement (consisting of two components: readiness to improve oneself and readiness to take care of one’s health) and selected measures of well-being. The first study investigated whether readiness for self-improvement is related to the selected measures of overall subjective well-being (or life satisfaction). The second one investigated in what way readiness for self-improvement is related to subjective well-being at workplace (or work engagement). The results obtained in both cases showed that readiness for self-improvement is indeed related to and does account for well-being. In the first study, readiness for self-improvement (i.e. readiness to improve oneself) accounted for overall life satisfaction within important human life domains and satisfaction with the present and future life. In the second study, work engagement, was significantly linked to readiness to improve oneself but was not with readiness to take care of one’s health.

scholarly journals Adaptability and Workplace Subjective Well-Being: The Effects of Meaning and Purpose on Young Workers in The Workpalce

2021 ◽  
Vol 20 (2) ◽  
Author(s):  
Harry G Nejad ◽  
Fara G. Nejad ◽  
Tara Farahani
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Work Engagement ◽  
Implicit Theories ◽  
Well Being ◽  
Young Workers ◽  
Subjective Well Being ◽  
Meaning And Purpose ◽  
The Relationship

Adaptability is described as the apt mental, behavioural, and/or emotional modifications individuals make to deal with change, challenges, and uncertainty. The present paper builds on the recently developed measurement work of the adaptability construct, investigates the relationship between adaptability and meaning and purpose (a well-being factor) and the role of adaptability in predicting workplace subjective well-being (work engagement, job satisfaction, and handling work stress) relevant to the young workforce. The adaptability study concluded that implicit theories and personality significantly projected adaptability. Further, adaptability is shown as the predictor of well-being (including meaning and purpose) after accounting for the effects of presage factors. These results presume implications for executives and practitioners pursuing to identify and address young workers’ approaches to their challenging and adverse workplace demands, and how meaning and purpose may assist these workers in better adjustment and engagement in their workplace.

Sign in / Sign up

Export Citation Format

Share Document